T.I.M.E.™ — Workplace Flexibility
Workplace flexibility can be revolutionary (see T.I.M.E. below) or evolutionary – it just depends on how much change you want. Yet it is a foundation step in redefining your company culture. Senior management can institute changes in workplace flexibility relatively easily. When you implement a positive change in work environment you send a signal to everyone that you are serious about cultural change.
In today’s work environment, workplace flexibility is becoming a requirement that many job seekers and current employees look for. However, you need to have a real flexibility policy – not just one on paper.
T.I.M.E.™ — A Truly Revolutionary Example
T.I.M.E. (Task Inspired Management Environment) is a work environment at MeetingMatrix International developed by a team of non-managers with Jmichaele Keller (CEO) providing guidance.
T.I.M.E. famously states:
- “Work isn’t a place you go – it’s something you do.”
- “No one is measured on how many hours they work or how they spend their time, just results they produce.”
- “People have an unlimited amount of “paid time off” as long as the work gets done.”
Download the T.I.M.E. Declaration
Download, save and print the original T.I.M.E. Declaration.
It takes a management team confident in its own ability and confident in the entire company to embrace this type of change. T.I.M.E. strips away and breaks the bonds of the classic 9-5 management structure. It essentially “frees your work” and allows companies and employees to instantly become more agile, competent, and passionate about what they do.
It also created an atmosphere that eliminated stress and conflicts associated with balancing work and personal life issues. Managing time for doctor’s appointments, sick children, or other emergencies became a non-issue. T.I.M.E. made work/personal blend in a way that increased individual performance and virtually eliminated employee turnover.
Because of T.I.M.E., MeetingMatrix won the Alfred P. Sloan Award for Excellence in Workplace Effectiveness and Flexibility in 2010 and 2011.
Some Things to Consider
- Develop a policy broad in nature and appeal — offer a variety of flexible work options to a wide range of people.
- Be demonstrably committed to making flexibility work effectively.
- Bridge the gap between policy and practice – give managers support they need to implement flexibility (i.e. knowledge, confidence and implementation skills) and build skills among employees and teams
How to Make Workplace Flexibility Real
- Offer a range of options for flexibility across all areas of the business and for all staffing levels
- Provide real examples to all staff of successful flexible working arrangements within the business
- Openly support staff in their need for flexibility, showing a high level of commitment
- Get staff input and opinions about the availability and accessibility of flexibility
- Develop fair decision making criteria for managers to use when assessing requests for flexible working practices.